Non-Clinical - Information Technology - Systems Administrator

Position Type: REMOTE Length: 13-weeks with possibility to extend Requirements: JR to SR Level, 2 years of ICIMS System Admin Experience Shift: Monday - Friday, Flexible on shift if candidate needs to start early such as 6 am, as long as candidate is available a good portion on the normal business day. Equipment will be provided by the client - an agreement must be signed by the candidate once offered on equipment responsibilities This role is responsible for the day-to-day administration of iCIMS, including system configuration, user support and training, troubleshooting, and maintaining data integrity. Working closely with Talent Acquisition Partners, HR teams, and IT, the iCIMS Administrator ensures that the system aligns with recruitment workflows and compliance standards. The role also supports reporting and analytics needs, contributes to process improvements, and partners on system updates and enhancements to improve the overall candidate and recruiter experience. Additionally, this position may assist with employer branding tools, job board integrations, and other technology platforms that support talent acquisition initiatives. Responsibilities: • Talent Acquisition Data Maintenance & Data Insights • Partner with Talent Acquisition & Core HR to own architecture, integrations & recruitment technical evolution of iCIMS CRM, ATS, Offer, Onboarding, Text) • Perform cross-platform data integrity analyses, resolving inconsistencies. • Guide iCIMS integration projects to completion with contractors and IT partnerships • Data visualization: Develop useful KPI indicators to scale the TA Function • Ensure data integrity across reporting tools while adhering to data privacy regulations • Develop and maintain dashboards for critical recruitment metrics, workforce insights, and operational analytics. • Generate and distribute key reports from iCIMS, including weekly • Develop and maintain dashboards integrating metrics such as Source of Hire, Source of Retention, Internal vs. External Hires, and Manager Effectiveness insights. • Process Implementation and Compliance • Collaborate with key stakeholders to drive the implementation of a consistent recruiting process organization-wide through training, coaching, and influencing hiring managers and other stakeholders. • Driving consistency and accuracy in documentation for recruiting activities that provides valid data on key metrics.